Abstract
This paper concerns minimum qualifications (MQs) for jobs, which are statements of education, experience, and closely related personal attributes needed to perform a job satisfactorily. MQs are often used as screening devices in personnel selection, particularly in the public sector. Those not meeting MQs are disqualified from the applicant pool. After a brief description of a new job analysis method to develop and validate MQs, data are presented supporting the adequacy of the scales used in the job analyses and in the determination of content validity of MQs for selected jobs in a large mental health facility. Results suggest that the methodology yields MQs which demonstrate high levels of content validity. Interrater reliability is also high when resultant MQs are used to screen applications for jobs. Degree of adverse impact is not uniformly affected; it decreases in some cases and increases in others. Future research should continue the evaluation of the methodology and its associated scales on additional jobs, and should explore the constructs being measured by MQs.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
